Alignment of HR Policies with business

We promote a culture of learning , innovation and fast responsiveness in tune with company’s vision

We facilitate leadership and change management interventions

We periodically rejuvenate the people processes

Competency Based Practices

In order to achieve the strategic objectives of the organization, a Behavioural Competency Model with 9 competencies have been developed. Based on the Competency Model, Online Development Centres(ODC) have been rolled out for junior to middle level executives and post ODCs, Competency Development Workshops (CODE) have been carried out for addressing identified competencies.

Competency Based 360o Feedback and Leadership Development Workshops are conducted for senior level executives. Development Centres have been conducted for senior executives. Assessment Centres are being done for senior executives.

Learning and Development

Being a Technology organization, it is imperative to build a learning organization.

Technology programs are conducted in collaboration with DIAT/IITs and experts from various Technology organizations. Management Development Programs are organized at MDI/IIMs for various grade executives. General Managers are nominated for Advanced Management Programs (AMPs) through leading institutes like MDI/IIPA.

HR policies

HR policies in BEL are carefully evolved to ensure retention of competent human resources and develop high commitment and a sense of belongingness to the Company. HR policies are formulated based on the Environmental changes, Business requirements, Ministry guidelines, End user feedback Periodic review, Management decision, etc. These policies are issued in the form of Office Orders / Memos / Circulars and are uploaded on a real time basis on the Company’s intranet for ease of access to all employees.

Various policies have been introduced which seek to enhance innovation, functional aptitude and teamwork of our employees. These initiatives include Presentation of Professional Papers, Sponsorship of Executives for M.Tech program at DIAT (Pune). Apart from the above, various other measures such as employee welfare, recognition, awards, compensation, etc are very well formulated to enhance the individual commitment towards the Organization.

Performance Management

The Performance Management system in BEL covers Key Performance Areas (KPAs) and Behavioural Competencies and is focussed towards building and sustaining a healthy communication process between the Appraisee and Appraiser. This is achieved through joint sharing of expectations and setting of targets. The Performance Management System establishes a clear linkage between ratings, Performance Related pay and career growth in the Organisation. The long term objective of the Performance Management System os to foster and sustain a Performance Oriented Culture in the Organisation.

Future Focus of HR

In the current business scenario, the HR function will gear up and focus on the following: